Refine the HR Organizational Structure and Optimize Department Efficiency
Whether your organization is requiring you to grow or asking you to cut down on costs, make sure that your department is structurally efficient.
RETIRED CONTENT
Please note that the content on this page is retired. This content is not maintained and may contain information or links that are out of date.Poor HR structure means that:
- You probably have a lack of clarity around accountabilities within your team.
- The business doesn’t feel that your HR team is supporting their needs effectively.
- Your team might be duplicating work.
- You have skills gaps in your department.
- You are not prepared to successfully adapt to future changes and needs within the business.
Robust HR structure means that:
- Your team is efficient and delivering on business needs.
- Performance and morale improve as everyone has a sense of ownership and purpose.
- You’re prepared to accommodate future needs.
- Everyone knows what they are responsible for, as well as what everyone else in the department is responsible/accountable for.
- You are closely aligned to business goals and seen as a strategic partner.
Book Your Workshop
Workshops are a great way to accelerate your project. Our highly skilled facilitators take you through key phases of your project and ensure your team has the guidance needed to complete your project successfully.
Module 1: HR Department Redesign
The Purpose
- Develop your understanding of the various department structures and organizational design principles.
- Interpret business inputs with HR leadership team to decide on priorities and identify changes.
- Set objectives/parameters to outline the scope of the project and goal set.
Key Benefits Achieved
- Knowledge of various options for your structure.
- Structure project promotes alignment to business.
- A realistic and informed scope for the project.
- Key goals to be achieved from redesign.
| Activities: | Outputs: | |
|---|---|---|
| 1.1 | Understand organizational design principles, and structure options as well as the McLean & Company framework |
|
| 1.2 | Discuss the results of the business leadership team interviews |
|
| 1.3 | Identify department gaps/overages and areas of needed change |
|
| 1.4 | Set objectives and parameters for redesign |
|
| 1.5 | Conduct gap analysis & select structure |
|
Module 2: HR Skills & Capabilities Assessment
The Purpose
- Pinpoint specific skills gaps/overages and employee role changes as it relates to the new organizational design structure.
- Make informed decisions concerning changes you may need to make as part of the redesign.
- Assess the cost of your choices.
- Determine accountabilities to achieve clarity of roles and mandates.
Key Benefits Achieved
- Clarity for next steps as far as individual employees are concerned.
- A better idea of the fit of your selected structure, based on your current HR team.
- A detailed cost analysis, which can be used to justify your project to the CEO or executive team.
| Activities: | Outputs: | |
|---|---|---|
| 2.1 | Use Skills & Capabilities Assessment to capture current HR team & identify skills gaps/overages |
|
| 2.2 | Use RACI chart to collectively assign responsibilities and accountabilities throughout the HR leadership team |
|
| 2.3 | Determine method of tracking success |
|